Business & Finance
In 1971 the National Recruitment Federation was set up to establish and maintain standards and codes of practice for the Recruitment Industry in Ireland. Membership of the NRF is granted only to organisations that meet criteria of excellence, agree to abide by the NRF Code of Conduct and adhere to the provisions of the 1971 Employment Agency Act and all other relevant Government legislation & amendments. Currently, the National Recruitment Federation represents around 100 recruitment agencies, including maryb.ie.
The problem is that there are over 400 licensed recruitment agencies in Ireland.
As a voluntary body, the NRF coerce the other 300 or so agree to sign up. What we can do is alert candidates and clients to the benefits and peace of mind that NRF membership gives.
By signing up to the NRF codes of practice and criteria of excellence, recruitment agencies are agreeing to a higher standard of service than the law requires. It’s a badge of honour. And it’s one that employers and job seekers are increasingly recognizing. Even though only a quarter of all employment agencies in Ireland are NRF members, NRF members account for well over two thirds of the Irish market. It is no coincidence that both employers and candidates prefer to use the services of members.
National Recruitment Federation codes of practice are about putting people before profit. They ensure candidates are treated with dignity and fairness and make certain that the right person finds the right job. The code of Practice certifies that we will not put forward a candidate for a role without first gauging their interest and getting their authorization to send out their CV. Not only does this ensure that we comply with the Data Protection Act, it also makes good business sense.
In any industry, the level of regulation needed depends on the extent to which the users can be harmed. Therefore, the regulations governing the medical profession and who can call themselves a Doctor are very stringent. But in the recruitment industry, where we already have extensive legal protections for agency workers, the level of additional regulation required is small.
Frank Collins, President of the National Recruitment Federation, maintains that the NRF has a regulatory role to play, to protect the users of the service and ensure a level playing field for the companies within the industry. “Good regulation is about having clear rules about how the industry should work,” Frank states. “New regulations have been proposed,” he continues, “which mainly cover issues regarding obtaining a license rather than introducing new obligations on agencies in relation to agency workers. This is because despite what many would have people belief, obligations such as minimum wage, unfair dismissals, holiday pay already exist in relation to agency workers.”
The National Recruitment Federation and its members are driven to provide guidance and leadership from within the recruitment industry. Legislation tends to be slow moving, difficult to change and usually sets a minimum standard. If agencies for commercial reason want to go above this minimum level they should be allowed and the market will determine if they are successful. Employers and candidates are increasingly demanding more and more from agencies. Those agencies that can deliver will not just survive but thrive and those that don't will go out of business. The State should set the minimum standard, letting the industry and the market work from there.